Tips and tricks on working with Gen Zs
We’re in a different corporate world today where we see many of our workforce has a median age of 24,25. 25?! It’s true. Especially in a startup environment, we typically have a lot of younger, energetic colleagues who are crucial for the next generation of success in the company. Yet, it is also a fact that GenZs of today do not have a long attention span.
Research has shown that they typically think about changing their jobs every 1.5-2 years. Hence, how do we try our best as managers and leaders to retain our young talents? Here are some of my thoughts based on my experience so far.
Give them opportunities larger than themselves - let them swim with the sharks
Traditionally, when a young colleague joins a company, they will be given ‘menial tasks’ to build from the ground up. That was my own experience back when I was a fresher as well (although the role grew really quickly after), and that’s very much still present today in many companies.
What I’ve learnt is that our young friends are craving for opportunities to be challenged, and we should allow them the space to do so. Not to say we’d leave them alone to face the challenge independently, but they should be able to very quickly face the sharks with us as their lifeguards and support when needed. Their tenacity to survive and grow beyond themselves transcends where we were, and that just means that they are able to take on more than we’d think. With the vast ability of resources around, they are able to quickly learn and apply anything that they may not grasp initially.
Yet, one key aspect of pushing them to the deep end, is to ensure that you are providing the needed floats in place whenever needed, as you are still the one who has ‘been there and done that’. They will still look to you for advice and guidance, ensure that you are there for them. By doing so, you allow them space to grow, while being guided in the right direction from you through direct feedback and challenges.
The corporate manager is dead - don’t even bother trying
Do you remember times when you were terribly afraid of your manager, and you’re afraid to make mistakes, because you don’t want to face the music coming from them?
That’s long gone in today’s world. In today’s environment, GenZs and millennials look for managers who are anything but that. As their manager, you will need to evolve your own tactics and ways of working to make sure we are setting the right context for their growth.
Personally, here is how I approach it:
Be a friend first and foremost, don’t be a stranger or someone of pure dominance over them.
Then, set the boundaries of where the line is. This is important as you are responsible for their growth and you need to be able to guide them, hence the need for a mutually respected relationship when push comes to shove.
Empathise with their thoughts and wants. Don’t reprimand, provide constructive feedback and allow them to understand their rights and wrongs.
Be real & care for them genuinely, don’t be superficial towards what they do.
Voice of the Gen Zs is critical for success
You’d be surprised at the amount of knowledge they have as compared to where we were at their age. The earlier we realise it, the faster we’re able to Hence, the importance of asking for their opinions is integral in today’s new age processes. Especially in our evolving world of tech, they are the ones most in tune with what’s going on in the world, what matters, what gets canceled etc.
If we want to keep up as a company and stay relevant, we should give a voice to them, and provide the space to do so strategically such that there is a level of involvement from their end. It is important to make them feel that their opinions matter and are taken into account. Are they always right? Of course not, who is? But the level of fresh perspectives we can potentially get is definitely worth the investment!
Get them to see their own light - but in a clear direction
One of the key reasons for their lack of attention span, is the lack of clarity for their career paths and progression. This is increasingly important as our young talents have 10x the energy and hustling spirits. This means they constantly look towards the future, what’s in store for me, what more can I learn from where I am, where is my next phase of growth… It carries on. You may think that it’s too early or premature of them to be thinking early in their career, but reality is that the majority of them already have these thoughts in their minds right from the beginning.
Hence, it takes two hands to clap. While they are on a constant rhythm, we also need to ensure we are preparing ourselves to help them. Not to spoonfeed them, but to present options and opportunities with checkpoints and milestones in place. This is one of the many ways to provide some level of clarity and direction, while maintaining the flexibility for them to grow into their next role successfully.
This is nothing like a playbook or whatsoever, but just my own experiences working with some of my awesome team members!